HR Process and Integration Manager

About the Role

The combination — rapid growth, a first-generation HR infrastructure, and a small core team — means the HR Process & Integration Manager is responsible for designing and building the foundation of the organization's end-to-end HR operating model. This role leads the development, standardization, and optimization of HR processes across the employee lifecycle while ensuring alignment between people processes, HR systems, and business objectives. The Manager partners with leaders across HR, Operations, Finance, and IT, to establish scalable, efficient, and consistent practices that support organizational growth. This position plays a critical role in evaluating current-state processes, implementing future-state solutions, and ensuring HR technology effectively enables business and employee needs. The ideal candidate combines expertise in HR operations, process improvement, project management, and change leadership to create a scalable infrastructure that supports a growing multi-company organization.

Responsibilities

• Evaluate current-state HR processes and lead the design and implementation of scalable, end-to-end solutions across the employee lifecycle.
• Establish standardized HR workflows, policies, procedures, governance practices, and documentation that support consistency across the organization.
• Drive continuous improvement initiatives by identifying process gaps, inefficiencies, and opportunities for automation and standardization.
• Develop and maintain process maps, SOPs, workflows, and operating models that support organizational growth and scalability.
• Partner with HR, IT, and business leaders to ensure HR systems effectively support and enable HR processes.
• Lead efforts to align HR workflows with HRIS capabilities, reporting requirements, and business needs.
• Support HR technology implementations, integrations, data migrations, and system optimization initiatives.
• Identify opportunities to leverage technology and automation to improve efficiency, user experience, and data accuracy.
• Partner with business leaders to assess current-state practices and establish transition roadmaps for successful integration.
• Drive consistency across multiple business units while balancing operational requirements and organizational culture.
• Establish project plans, milestones, governance structures, and success metrics.
• Facilitate stakeholder discussions and communicate project updates, risks, and progress to leadership.
• Support change management efforts through communication, training, and adoption strategies.

Qualifications

• Bachelor's degree required; Bachelor's degree in Human Resources, Business Administration, Organizational Development, Project Management, or related field.

Required Skills

• Demonstrated strong work ethic, integrity, and honesty.
• 5+ years of progressive experience in HR Operations, People Operations, HR Transformation, HRIS, Process Improvement, or Project Management.
• Experience designing or improving HR processes and operating procedures.
• Experience partnering with HR technology platforms and process automation initiatives.
• Strong project management, stakeholder management, and problem-solving skills.
• Demonstrated ability to lead organizational change and cross-functional initiatives.

Preferred Skills

• Construction, civil contracting, or other capital-intensive, multi-site industry experience.
• Master's degree, or PMP certification.
• Experience with modern HRIS platforms and HRIS migrations (Cardinal currently utilizes Paycom, transitioning to UKG).
• Experience supporting benefits or total rewards vendor management in a multi-state organization.